Labor law in
Sweden.

Swedish statues related to labor law can be found translated to English here.

Probation periods in Sweden require a 14 calendar day notice period; however, this is only relevant for open-ended contracts, which we do not recommend engaging employees in for a first-hire.

For fixed-term contracts, there is no probation period. In cases where termination is appropriate, there is a minimum 1 month notice period required, or payment in lieu of notice.

Employees are beholden to the same terms. In rare cases where the employee has an open-ended contract (and thus a probation period), they must give 14 calendar days’ notice period when resigning.

After probation or during the fixed-term contract, for the first 2 years of employment, a 1 month notice is required when resigning.

After the probationary period, the process to terminate employment follows:

• The employer must provide a written notice stating the reason for termination; the reason must be a valid reason
• The employer must at the same time provide a certificate of employment to prove to later employers that the employee worked this role
• The employer must provide payment, if applicable (ex. Untaken accrued leave, severance, or a termination bonus)